Crisis Intervention - Human Services Paraprofessional

Salary: $20.75 Hourly
Location : WI 53546, WI
Job Type: Part Time
Job Number: RC-0804438
Department: HSD-B Crisis Intervention
Opening Date: 12/20/2023
Closing Date: 1/7/2024 5:00 PM Central
Position Summary and Job Duties
0.8 FTE working 32 hours per week. Friday-Monday 7pm-330am
Psychiatric Technicians serve in a multifaceted capacity to support the Crisis Intervention unit by answering the crisis phone line, triaging client needs, and guiding Crisis Intervention worker assignments in addition to other paraprofessional roles of working independently and directly with clients to complete paperwork for pending inpatient admissions and discharges, provide transport, and providing support to clients receiving crisis stabilization services such as medication delivery, welfare checks, phone prompts to clients, direct supervision in the community, as well as support and access to additional services and needs.
30%- Front line responder to Crisis Intervention phone line
1. Serve in a front line capacity on the crisis phone line - answer all incoming calls
2. Triage need for crisis response and assign crisis calls to crisis workers
3. Assist callers with support and informational calls
4. Track crisis workers locations and times for mobile responses
30%- Transportation of crisis clients to and from inpatient hospitals, detoxification services, crisis stabilization services, doctors visits and other community appointments
1. Transport clients to or from inpatient hospitalizations.
2. Receive all requests for transportation and coordinate transportation schedule.
3. Maintain transport request log and transportation schedule with in/out times for
safety measures.
4. Request client divulge all property with and on person to catalogue prior to transport or when indicated arrange a thorough search of person and property done by law enforcement before transport.
15%- Provide direct client support by engaging with clients in person and by phone and providing assistance with problems solving and symptom management
1. Delivering and observing medication self administration for identified clients
2. Provide supervision to clients in the community as indicated in the CRP/Safety plan.
3. Provide supervision to clients at the HCC who are not directly observed by police or crisis worker as indicated.
10%- Complete administrative paperwork for client inpatient admissions/discharges
1. Complete all financial, clients rights, client possessions, consent forms, and other
necessary forms, prior to facilitating the transfer of admission documentation to
the contracted facilities.
2. Copy or scan all necessary forms required for admissions
3. Obtain client records as needed from the county outpatient clinics or closed records.
4. Assist in updating crisis plans and necessary accounting forms.
5. Complete all required documentation for all client contacts and all contacts on behalf of clients.
10%- Assist with administrative housekeeping
1. Complete daily filing, organizing client records and documents.
2. Making copies of or scan necessary paperwork and other similar functions which facilitate the smooth work flow and information exchange in the crisis unit.
3. Close charts as directed by supervisory staff.
5%- Other Duties as assigned
Success Factors (KSA's)

• Knowledge of the needs of persons experiencing acute and or long term psychiatric illness, chemical dependency, and co-occurring disorders.
• Knowledge of community resources.
• Ability to respond with empathy to clients and maintain unconditional positive regard.
• Ability to keep confidential information confidential.
• Ability to observe and document behaviors and responses of clients.
• Ability to react efficiently and calmly to crisis situations.
• Ability to communicate effectively both orally and in writing.
• Skills in multitasking and organizing information.

Job Requirements, Education, Training & Experience
- Graduation from High School or GED equivalent
- 60 college /college transferable credits
- emphasis in counseling, social work, psychology, Human Services, or a combination of training and experience
-Must possess and maintain a current unrestricted (not due to corrective lenses) driver's license and auto insurance pursuant to the Rock County Administrative Policy and Procedure 5.02 and 5.27.
Essential Job Functions (physical elements, equipment and working conditions)
Physical Elements:
- Occasional bending, kneeling and reaching, standing, sitting, or driving for long periods of time.
- Lifting up to 40 lbs.
Equipment Use:
- Telephone- Frequent
- Computer- frequent
Working conditions:
- Indoor office location and community based work including work in client homes, agencies and
other community based locations.
- Potential exposure to physically or verbally abusive clients.
Rock County Employee
Facts and Benefits Highlights

• Rock County historic and cultural attractions:Rock County is in south Central Wisconsin along the Illinois border. The County has a population of 161,188 making it the ninth largest County in Wisconsin. Janesville, Wisconsin (pop. 64,009) is the county seat. Janesville is located on the I39/90 corridor, forty miles south of Madison, seventy-six miles west of Milwaukee and about two hours from Chicago.

Rock County's many historic and cultural attractions include the City of Evansville historic district, Beloit College (an acclaimed liberal arts institution located in the City of Beloit) and the City of Janesville's Rotary Botanical Gardens and Tallman House (an exceptional example of Italian villa style architecture from the mid 1850's).
The Cities of Janesville and Beloit have a combined symphony orchestra, as well as individual performing arts centers. The Rock County Fair and Riverfest are regional cultural celebrations held every summer in the Cities of Janesville and Beloit respectively. These Cities both have extensive park and open space networks, including portions of the Ice Age National Scenic Trail, a Statewide trail commemorating the State's geologic history. Additionally, the Rock River runs through these Cities, offering many recreational opportunities.

• Salary:

Employees are paid every two weeks on Friday (26 checks in a year). Paychecks are directly deposited in the employee's bank account. There is a two-week delay between the pay period worked and the payday. New employees generally wait four weeks before they receive their first check, which is a live paper check. Direct deposit is a requirement of employment.

• Holidays (Ordinance 18.501):

The following holidays are observed by the County and shall be granted to regular employees with pay and to temporary employees without pay, unless such employees are required to be on scheduled work:
(a) New Year's Day
(b) Martin Luther King Jr. Day
(c) Spring Holiday to be observed the Friday immediately preceding Easter
(d) Memorial Day
(f) July 4th
(g) Labor Day
(h) Thanksgiving Day
(i) Friday following Thanksgiving
(j) Day before Christmas
(k) Christmas Day
(l) One Floating Holiday
(m) Any additional holiday granted by the County Board.
(n) The County Administrator may designate additional holidays in unusual circumstances with the approval of the County Board Chair and/or Vice Chair.
For employees working the standard work schedule, when a holiday falls on Saturday, it shall be observed on the preceding Friday. When a holiday falls on a Sunday, the following Monday shall be observed.
For employees not working the standard work schedule see the HR Policies and Procedures.

• Vacation (Policy & Procedure Manual 5.47):

Employees (.4 FTE or greater) hired on or after April 10, 2023, shall earn vacation according to the following schedule:

• Health Insurance including our Wellness component:

Rock County offers a dual choice point of service plan. Employees will have a choice to elect coverage with either Dean Health Care or Mercy Health Care. Employees can enroll within the first 30 days of employment, after that there is an annual open enrollment period in the fall. In the case of a qualifying event (birth, marriage, FTE increase, loss of coverage, etc.), the employee will also have 30 days to enroll or make changes. No exceptions will be made. The County will pay 90% of the premium for health insurance and the Employee may earn the remaining 10% of the premium, based on the terms of participation of the Healthy Employee Incentive Program.

• Sick Leave (Policy 5.39):

Sick leave pay shall commence on the first day of any period of illness due to accident, injury, or disease.
All full-time employees shall earn one sick leave day per month of continuous employment. All part-time employees whose regular workweek is sixteen hours or more shall earn one sick leave day on a prorated basis directly in relation to the normal full time employment period. All part-time employees, who work less than sixteen hours per week, shall not earn sick leave. Temporary and seasonal employees are not eligible for sick leave. Sick leave shall accrue to a maximum of one hundred thirty days.

• Dental Plan:

The County offers a dental plan through Delta Dental and will pay 60% of the applicable
premium for the lowest cost plan. Employees can enroll within the first 30 days of
employment, after that there is an annual open enrollment period in the fall. In the case of a qualifying event (birth, marriage, FTE increase, loss of coverage, etc.), the employee will also have 30 days to enroll or make changes. No exceptions will be made. Newly enrolled employees will likely see a double deduction on their first paycheck; premiums are paid one month in advance.

• Vision Plan:

The County offers a vision plan which employees can enroll in at their own cost. Employees
can enroll within the first 30 days of employment, after that there is an annual open enrollment
period in the fall. In the case of a qualifying event (birth, marriage, FTE increase, loss of coverage, etc.), the employee will also have 30 days to enroll or make changes. No exceptions will be made.
Newly enrolled employees will likely see a double deduction on their first paycheck; premiums are paid one month in advance.

• Life Insurance:

The County provides term life insurance through the State of Wisconsin Plan. Employees can purchase insurance in increments based on their salary, up to five times their salary. The County will contribute 20% of the cost for the first increment only - one times the employee's salary. Employees can also purchase coverage for their spouse and/or children.
*Eligibility for this benefit is tied to whether the employee is eligible for retirement benefits. (You must be expected to work for at least 12 months and 1200 hours, or have previously qualified for the WRS)

• Voluntary Benefits:

The County offers voluntary benefits which employees can enroll in at their own cost. Employees
can enroll within the first 30 days of employment, after that there is an annual open enrollment
period in the fall. Voluntary benefits may include: Disability, Hospital indemnity, Supplemental Life, Critical Illness, and Accident Insurance. Employees are responsible for 100% of the premiums for any voluntary benefits elected. Deductions are taken post tax. Please visit the Human Resources intranet page for more information.

• Deferred Compensation:

Employees can participate in one of the identified deferred compensation plans (Nationwide, Wisconsin Deferred Comp, and Security Benefits) at their own cost.

• Flexible Spending Account (Medical and Dependent Care):

Employees can elect to put an annually IRS established amount into a flexible spending account through (EBC) to pay for their own non-reimbursed medical care expenses. Employees can also put in up to $5,000 for dependent care accounts.
If you leave County employment, you have ninety (90) days to submit expenses incurred prior to your last day.

• Retirement:

Rock County participates in the Wisconsin Retirement System (WRS). Eligible employees are required to participate. What an employee receives at retirement is dependent upon several factors - age, length of service, salary.
Rock County and the employee make equal contributions to the Wisconsin Retirement System on behalf of the employer. The contribution rate is addressed in the employment letter.
Employees in protective status have the percentage contributions defined in their respective collective bargaining units.
Employees who have questions about their retirement benefits should contact WRS.

• Bereavement Leave (Policy 5.04):

In the event of a death an employee may be excused from work without loss of pay for up to a maximum of thirty-two (32) hours annually for the purpose of attending a person's wake, visitation, memorial service, funeral, or make necessary arrangements regarding the person's death, within a reasonable time after the occurrence. Reasonable time after the occurrence is defined as within six (6) months from the date of death.
No more than (32) hours can be used for the same decedent.
If additional time is required beyond the thirty-two (32) hours annually, an employee may request to use accumulated vacation, holiday, or comp-time. Sick leave can be used for a parent, spouse, or child only.
Bereavement leave cannot be accrued from one year to the next.
Bereavement leave can be used in increments of quarter hours.
A second or third shift employee may be excused from work the scheduled shift before or after the event, provided the shift begins or ends on the same calendar date of the event.
All leaves under this section shall be prorated based upon the employee's FTE.

• EAP: